SUMMARY:
This HR Manager will lead and coordinate HR objectives throughout the Americas Region that will provide an employee-oriented, high performance culture that emphasizes safety, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce in alignment with Global best practices, policies, and procedures. This includes the administration of the HR policies, procedures, and programs. He/she is responsible for all or part of these areas: recruitment process and standards, onboarding design, corporate HR processes, regional performance management process, organization development, talent and succession planning processes, employment and compliance to regulatory concerns and reporting, resolving escalation of employee relations, employee communications, payroll and benefit programs and vendor relationships.
ESSENTIAL DUTIES AND KEY RESPONSIBILITIES:
Personally, or through subordinate managers and staff, this role is responsible for the following:
· Participate as an integral member of each facility’s management team, providing advice, coaching and leadership on all matters involving human resource matters. Anticipate HR issues as a result of long-range business strategies and partnering with leaders to create proactive solutions to keep up with evolving changes.
· Manage the following processes – Recruitment and staffing, performance management, employee relations, performance evaluation program, annual goals & objectives and performance Review process, Compliance and Benefits, leadership development, and compensation programs at the local level.
· Ensure personnel records and reports are kept current and maintained systematically.
· Implement, disseminate, and maintain policies, handbook, job descriptions and records retention as required by law or company practice.
· Assist in conducting and resolving investigations regarding employee complaints and concerns
· Respond to inquiries regarding company policies, procedures and programs
· Maintain staffing reports (headcount).
· Manage and monitor Key Process Indicators always improving employee retention, reducing turnover and absenteeism.
· Represent the company on matters pertaining to its relationship with its employees, management, Government, or Courts for Labor related issues. Manage all personnel-related hearings and investigations and coordinate legal issues with legal counsel.
· Maintain current knowledge of applicable state and federal employment legislation as well as HR practices. Monitor ongoing compliance with federal, state, and local employment laws related to unemployment compensation, and any other employment-related requirements.
· Conduct recruitment efforts for key positions, to include leading the interview and selection process while adhering to the Corporate Policy.
· Maintain relationships with local Education institutions for recruitment purposes.
· Provide support for Health, Safety & Environmental, and Energy – (Global Sustainability System) for the site, providing continuous improvement actions (awareness, information, training) and adequately monitoring the activities.
· Serves as a Business Partner to the Region Plant Managers, HR Managers, and their site management teams to effectively manage the HR function. Ensure consistency throughout the sites.
· Coordinate and implement Company -wide, strategic Human Resources initiatives.
· Other duties may be assigned as necessary
SUPERVISORY RESPONSIBILITIES:
May directly be responsible for site Human Resources staff and for the overall direction and coordination of the HR function. Carries out supervisory responsibilities in accordance with organization’s policies and applicable laws. Supervisory responsibilities include safety, interviewing, hiring, training employees; planning assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
QUALIFICATIONS:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements that follow are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Once initially qualified, the employee’s continuing competency is appraised during the introductory period. Long-term competency is evaluated by the supervisor, using work quality and continuous training as deemed necessary.
LANGUAGE SKILLS:
Ability to read and write fluently in English. A second language is a plus. Ability to read, analyze, and interpret common trade and technical publications, financial reports, and business documents. Ability to write reports and general business correspondence, and respond to common inquiries or concerns from customers, regulatory agencies, or members of the business community. Ability to assemble written and oral presentations, and effectively communicate subject matter to large and small groups of customers and/or associates representing all levels of the organization.
MATHEMATICAL SKILLS
Ability to add, subtract, multiply, and divide numbers in all units of measure, using whole numbers, fractions, and decimals; recognize amounts and compute rate, ratio, and percent; and apply such concepts to practical situations. Ability to work with mathematical concepts such as exchange rates and statistics.
REASONING ABILITY
Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions and documents, and deal with several abstract and concrete variables. Ability to read and interpret production and sales reports/graphs and utilize them in practical applications. Ability to apply Lean Management tools to daily work.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to communicate with others; is occasionally required to stand, walk, sit, handle or feel, and/or reach. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Use of vision correction is acceptable, if necessary; however, any vision correction apparatus must meet all safety guidelines for the area of activity.
WORK ENVIRONMENT
While performing the duties of this job, the employee is constantly exposed to a typical office environment. The noise level in this work environment is usually quiet. The employee may occasionally be exposed to a manufacturing (non-temperature-controlled) environment; the noise level in this environment is usually loud.
EDUCATION and/or EXPERIENCE
· Bachelor’s degree or (BA/BS) in human resources, business or a related field; SHRM-SCP desired
· Minimum of ten (10) years of experience as an HR professional with increasing levels of responsibility
· Minimum of five years of experience in a manufacturing environment preferred
· Proficient with HRIS and MS Office programs with intermediate MS Excel skills
· Ethical conduct
· Deep knowledge of HR Processes, including Compensation and Benefits
Desired:
· Master’s degree (MS) in human resource management
· Experience in a manufacturing environment in the HR field
· Strong leadership development, mentoring, and staff level coaching skills
· Knowledge of a second language is a plus
Skills/Competencies:
· Ability to lead and collaborate within a team as well as influence multifunctional and multicultural teams
· Must be team oriented and have excellent collaboration skills
· Strong communicator with the ability to influence and persuade across all levels of the organization, exercising professionalism, tact and diplomacy to accomplish objectives to develop and enhance relationships
· Strong business acumen, communication and presentation skills
· Ability to work under pressure in a fast-paced, time-sensitive environment with shifting priorities and multiple deadlines
· Ability to appropriately handle confidential material
· Knowledge of US labor laws and compliance guidelines
OTHER REQUIRED
U.S. export control laws require that individuals who are not “U.S. Persons” receive authorization from the government before accessing export-controlled items. The company requires information to verify whether employees are a “U.S. Person” or will need authorization to access such items. This request is entirely separate from the Form I-9, “Employment Eligibility Verification.” According to relevant regulations, a “U.S. Person” is a U.S. citizen or national, lawful permanent resident, or otherwise a protected individual (including refugees and asylees).
Job Type: Full-time
Pay: From $100,000.00 per year
Benefits:
Schedule:
Supplemental Pay:
Ability to commute/relocate:
Application Question(s):
Education:
Experience:
Work Location: One location
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